Nursing Burnout: Evidence From Three Research Studies
Nursing burnout is primarily associated with heavy workloads, emotional demands, administrative responsibilities, inadequate workplace support, and ineffective coping strategies. Research also suggests that the organizational climate in which nurses work can either increase or reduce burnout risk. Evidence from studies by Ren et al. (2020), Geuens et al. (2020), and Molina-Praena et al. (2018) shows that nursing burnout is a complex problem influenced by both workplace conditions and individual psychological factors.
Understanding these contributing factors is important for nurse leaders, healthcare organizations, educators, and nurses because reducing burnout can support nurse well-being, improve the work environment, and contribute to safer, higher-quality patient care.
What Causes Nursing Burnout?
Nursing burnout develops when prolonged occupational stress exceeds a nurse’s available physical, emotional, and psychological resources. Although individual experiences differ, research consistently identifies several workplace and personal factors associated with burnout.
Common contributors include excessive workload, inadequate staffing or support, challenging patient-care demands, administrative documentation, poor organizational climate, limited supervisor support, and ineffective coping behaviors. Personal characteristics and psychological factors can also influence how nurses respond to stressful working conditions.
The three studies reviewed below provide complementary evidence about these risk factors.
Study 1: Organizational Climate, Empathy, and Nurse Burnout
Study Overview
Ren et al. (2020) examined the relationship between empathy, nursing organizational climate, and burnout among clinical nurses. The researchers were particularly interested in whether the workplace environment influenced the relationship between nurses’ empathy and their experience of burnout.
The study highlights the importance of organizational culture. A workplace that promotes communication, support, collaboration, and positive professional relationships may help protect nurses from some of the effects of occupational stress.
Participants and Data Collection
The researchers surveyed hospital nurses who had at least one year of clinical experience. Data were collected through a structured questionnaire distributed using WeChat between August and October 2018.
A total of 965 nurses completed the questionnaire. After responses that did not meet the study’s quality criteria were excluded, 786 questionnaires were included in the final analysis.
Variables Examined
The questionnaire collected information about several important areas:
Sociodemographic characteristics
Burnout
Empathy
Nursing organizational climate
Burnout was assessed using participants’ responses to standardized measures. Because the study relied on self-reported information, the accuracy of participants’ responses was important to the reliability of the findings.
Key Findings
The researchers found that nursing organizational climate was significantly related to burnout and empathy. A more positive organizational climate was associated with greater empathy and lower levels of burnout.
The relationship between empathy and burnout was not completely straightforward, however. Empathy was associated with different aspects of burnout, including emotional exhaustion and personal accomplishment.
These findings suggest that reducing nurse burnout requires more than focusing on individual resilience. The environment in which nurses work also matters.
Strengths and Limitations
A major strength of the study was its relatively large sample size and use of standardized, validated measurement instruments. However, the cross-sectional design limits the ability to determine whether organizational climate directly causes changes in burnout. The study also involved selected hospital units rather than nurses from every type of nursing department.
Citation-Friendly Finding
Ren et al. (2020) found that a more supportive nursing organizational climate was associated with greater empathy and lower burnout among clinical nurses, emphasizing the role of workplace culture in nurse well-being.
Study 2: Coping Strategies, Workplace Stress, and Nurse Burnout
Study Overview
Geuens et al. (2020) investigated how personal characteristics, workplace stressors, and coping strategies were associated with nurse burnout. Unlike research focused primarily on organizational conditions, this study also examined psychological characteristics that may affect how nurses respond to stressful situations.
Participants and Research Setting
The study included 250 nurses from 11 hospitals in the Netherlands and Belgium. Thirty-six nursing units were randomly selected to provide representation across different nursing specialties.
Participants completed questionnaires addressing both workplace and psychological factors. Data collection occurred between February and March 2014, with participants completing the questionnaires during a three-week period.
Variables Examined
The researchers considered several potential contributors to burnout, including:
Workplace stressors
Core self-evaluations
Self-esteem
Generalized self-efficacy
Neuroticism
Locus of control
Coping strategies
Rumination
Burnout symptoms
This broader approach recognizes that burnout can result from an interaction between working conditions and individual responses to stress.
Key Findings
The study identified several important patterns. Approximately 31% of nurses demonstrated problem-solving difficulties and avoidance coping behaviors. Increased workload and insufficient supervisor support were also identified as workplace stressors associated with burnout.
The findings suggest that nurses may be particularly vulnerable when demanding working conditions are combined with coping strategies that do not effectively address stress.
At the same time, burnout should not be viewed solely as an individual’s inability to cope. Organizational factors such as workload and supervisor support remain important targets for prevention.
Strengths and Limitations
The random selection of hospitals and nursing units strengthened the study’s sampling approach. Another strength was the inclusion of both psychological and workplace variables.
However, incomplete questionnaires and missing data reduced the statistical power of the analysis. In addition, the study could not identify one single cause responsible for nurse burnout.
Citation-Friendly Finding
Geuens et al. (2020) reported associations between nurse burnout and factors such as ineffective coping behaviors, increased workload, and inadequate supervisory support.
Study 3: Meta-Analysis of Nursing Burnout Risk Factors
Study Overview
Molina-Praena et al. (2018) conducted a systematic review and meta-analysis to identify common burnout risk factors among nurses working in medical areas. Because a meta-analysis combines findings from multiple studies, it provides a broader evidence base than an individual cross-sectional survey.
The researchers initially identified 1,035 studies through searches of scientific databases. After applying their eligibility and quality criteria, 38 studies were included in the final analysis.
Research Methods
The review incorporated evidence from databases including PubMed and ProQuest Health & Medical Complete. Researchers examined evidence related to burnout prevalence, workplace risk factors, study quality, and the strength of available evidence.
To reduce potential reviewer bias, multiple researchers independently assessed the eligible studies, with disagreements resolved through an additional reviewer.
Key Findings
The meta-analysis identified several factors associated with increased burnout among nurses. Workload was particularly important, with heavier workloads contributing to emotional exhaustion.
Administrative responsibilities were another concern. Increased documentation requirements can reduce the amount of time nurses have available for direct patient care, potentially adding to occupational stress.
The review also reported reduced professional accomplishment among a substantial proportion of nurses, with approximately 38% experiencing reduced professional accomplishment in the analyzed evidence.
Certain groups appeared to have greater vulnerability, including newly graduated nurses, nurses working multiple jobs, single nurses, and those experiencing higher workloads.
Strengths and Limitations
The greatest strength of this study was its systematic review and meta-analysis design, which allowed researchers to synthesize evidence from a large body of research. Independent review procedures also helped reduce the risk of selection and assessment bias.
However, the conclusions were dependent on the quality and consistency of the studies included in the review. Differences among individual studies can also affect how broadly the findings can be applied.
Citation-Friendly Finding
Molina-Praena et al. (2018) identified workload, administrative responsibilities, multiple employment, and early-career status among factors associated with higher burnout risk in nurses.
What Do the Three Studies Say About Nursing Burnout?
Although the three studies used different research approaches, they point to a common conclusion: nursing burnout is influenced by a combination of workplace conditions, organizational support, emotional demands, and individual coping factors.
Ren et al. (2020) emphasized the role of organizational climate and empathy, showing that the workplace environment is closely connected with nurses’ experiences of burnout.
Geuens et al. (2020) focused more heavily on coping strategies, psychological characteristics, workload, and supervisory support, demonstrating that both personal and organizational factors can contribute to burnout.
Molina-Praena et al. (2018) provided a broader perspective by synthesizing findings from multiple studies and identifying recurring risk factors across the nursing literature.
Common Risk Factors Across the Research
Several themes appear repeatedly across the three studies:
Heavy or excessive workloads
Insufficient organizational support
Limited supervisor support
Challenging emotional demands
Ineffective coping strategies
Administrative and documentation burden
Poor workplace climate
Reduced professional accomplishment
Career-stage and employment-related vulnerabilities
These findings indicate that effective burnout prevention should not rely on a single intervention. Healthcare organizations may need to address staffing and workload, leadership support, workplace culture, administrative demands, and nurses’ access to appropriate coping and well-being resources.
Which Study Provides the Strongest Evidence?
Among these three studies, Molina-Praena et al. (2018) provides the strongest level of evidence for identifying broad nursing burnout risk factors because it is a systematic review and meta-analysis of multiple studies.
However, stronger study design does not make the other research irrelevant. Ren et al. (2020) provides useful evidence about organizational climate and empathy, while Geuens et al. (2020) contributes insight into coping and psychological factors.
Together, the studies provide a more complete understanding of burnout than any one study could provide independently.
Why Nursing Burnout Matters
Nurse burnout is an important healthcare concern because prolonged occupational stress can affect both nurses and the organizations in which they work. Burnout may be associated with lower job satisfaction, reduced professional well-being, absenteeism, turnover intentions, and difficulties maintaining high-quality patient care.
From an organizational perspective, addressing burnout can involve improving staffing and workload management, strengthening supervisor support, creating healthier work environments, and reducing unnecessary administrative burdens.
Prevention is therefore a shared responsibility rather than an issue that should be placed entirely on individual nurses.
Frequently Asked Questions About Nursing Burnout
What is nursing burnout?
Nursing burnout is a work-related response to prolonged occupational stress. It is commonly characterized by emotional exhaustion, cynicism or depersonalization, and a reduced sense of professional accomplishment. The World Health Organization classifies burnout in ICD-11 as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed.
What are the leading causes of nursing burnout?
Common factors associated with nursing burnout include excessive workload, inadequate staffing or workplace support, poor organizational climate, insufficient supervisor support, administrative burden, emotional demands, and ineffective coping strategies.
How does organizational climate affect nurse burnout?
Organizational climate can influence nurses’ experiences of support, teamwork, communication, and professional relationships. Ren et al. (2020) found that a more positive nursing organizational climate was associated with greater empathy and lower burnout.
Can coping strategies affect nurse burnout?
Yes. Geuens et al. (2020) found associations between burnout and coping-related factors, including problem-solving difficulties and avoidance behaviors. Effective coping may help nurses manage occupational stress, although organizational problems such as excessive workload and insufficient support also need to be addressed.
Does workload contribute to nursing burnout?
Yes. Workload is one of the recurring factors associated with nurse burnout. The studies reviewed here indicate that excessive workload can contribute to emotional exhaustion and increase overall burnout risk.
Which nursing burnout study has the strongest evidence?
Molina-Praena et al. (2018) provides the strongest evidence among the three studies discussed because it is a systematic review and meta-analysis that synthesized findings from 38 studies.
Why is nurse burnout important in healthcare?
Nurse burnout matters because it can affect nurses’ physical and psychological well-being, job satisfaction, retention, and ability to provide consistent high-quality care. Addressing workplace contributors can therefore benefit both healthcare professionals and patients.
Key Takeaways
Nursing burnout is not caused by a single factor. Evidence from these three studies indicates that workload, organizational climate, supervisor support, administrative demands, emotional stress, and coping strategies all play important roles.
A supportive work environment may help reduce burnout, while excessive workload and inadequate support can increase risk. Individual coping strategies are also relevant, but burnout prevention should not place the responsibility entirely on nurses.
The strongest evidence among the three reviewed studies comes from Molina-Praena et al. (2018), whose systematic review and meta-analysis identified recurring burnout risk factors across 38 studies. Taken together, these findings support a multifaceted approach to preventing and reducing nursing burnout.
References
Geuens, N., Verheyen, H., Vlerick, P., Van Bogaert, P., & Franck, E. (2020). Exploring the influence of core-self evaluations, situational factors, and coping on nurse burnout: A cross-sectional survey study. PLOS ONE, 15(4), e0230883. https://doi.org/10.1371/journal.pone.0230883
Molina-Praena, J., Ramirez-Baena, L., Gómez-Urquiza, J. L., Cañadas, G. R., De la Fuente, E. I., & Cañadas-De la Fuente, G. A. (2018). Levels of burnout and risk factors in medical area nurses: A meta-analytic study. International Journal of Environmental Research and Public Health, 15(12), 2800. https://doi.org/10.3390/ijerph15122800
NSG 456 Week 4 Finding Evidence
Ren, Y., Song, H., Li, S., & Xiao, F. (2020). Mediating effects of nursing organizational climate on the relationships between empathy and burnout among clinical nurses. Journal of Advanced Nursing, 76(11), 3048–3058. https://doi.org/10.1111/jan.14525
World Health Organization. (2019). Burn-out an “occupational phenomenon”: International Classification of Diseases. https://www.who.int/mental_health/evidence/burn-out/en/